When most people picture a career change "success story," they picture a smooth path: interview, offer, onboarding, and then success in the new role. But the truth is, some career journeys don't follow a straight path – many involve hiccups and challenges along the way. In our 40+ years of executive search experience, we've seen it all: candidates who nearly miss out on the perfect career opportunity, companies that almost pass on the best candidate, and everything in between. So how do hiring managers and candidates navigate challenges in the hiring process to ensure that their story has a happy ending?
Often, it's in these fraught moments right before crossing the finish line that some of the most powerful lessons are revealed. We asked three of our industry experts (Executive Vice President and National Sales Manager Mark Jones, Waste & Recycling Division Market Leader Russ Girgenti, and Energy Infrastructure Division Executive Vice President Justin Wilkins) to share their "near miss" experience – what happened, and what did they learn? Here's what they told us:
Near Miss #1: The Candidate Accepted a Counteroffer – but Realized His Mistake
Mark Jones was working to fill a Director of Operations role for a client, and he met an excellent candidate. The candidate was highly qualified and a great cultural fit, and he was very interested in the role. It seemed like a perfect fit until, a few weeks into the hiring process, the candidate surprised everyone and withdrew from consideration. What happened? "The company he was working for found out he was looking around so they gave him a phony title increase," Mark explained. The candidate accepted the counteroffer, but unfortunately, he learned quickly that it had been a mistake. "It wound up being immaterial because they just gave him the title and didn't follow through with any of the other promises they made," Mark said.
"He called us back after a few weeks and said 'I screwed up,'" Mark said. "He asked if I thought he could still be considered." Of course, any hiring manager would be frustrated by losing out on a candidate after several weeks of recruitment effort. However, Mark had a good relationship with the client, so he called to advocate for the candidate. "I said, look, everybody makes mistakes now and then – and this guy made a mistake. I don't think there's anybody as good as him – do you want to give him another chance?" Thankfully, the client agreed to reconsider the candidate. "He got the job, and he's doing fabulous," Mark said.
Two Key Takeaways: First, we've seen over and over again that counteroffers are a huge risk to candidates, and that they almost never lead to successful, long-term employment with the company. The candidate here took the risk in accepting a counteroffer and within weeks, he knew it was a mistake. We always encourage candidates not to consider a counteroffer – they just don't solve the problems that had candidates looking for a new job in the first place. Second: People make mistakes. But sometimes, they deserve a second chance. It can be easy to let frustration take over in a stressful hiring situation, but when our client didn't hold a grudge against the candidate for making a mistake – and as a result, they hired the best possible candidate.
Near Miss #2: The Hiring Manager Underestimated a Candidate's True Potential Based on a Job Title
Russ Girgenti presented a candidate to his client for a General Manager/District Manager position. "She had previously worked for that same company early in her career in an engineering role," Russ said, "but she had since opened and run her own successful company." Her experience leading her own company and her network of relationships in the city made her perfect for the very public-facing GM/DM role. However, when the hiring manager saw the "engineer" title in her background, he quickly decided she wasn't leadership material.
"The hiring manager wanted to interview her for an engineering role, which was a significant step down from her current leadership role in her own company," Russ said. She wasn't interested in taking a step down – but Russ advised her to go in for the engineering role interview, hoping she could prove to the hiring manager that she was the right person for the GM/DM role. "That was a calculated risk for both of us," Russ admitted, but it worked out – she proved her skills and won the role.
Two Key Takeaways: First, it's important for candidates to stand up and advocate for themselves when they know they're capable of something – and it's important for recruiters and other professionals in their network to support those they believe in, as well. Second: Hiring managers shouldn't discount someone's potential based on a job title, or even a resume, on its own. You can't determine someone's leadership skills without having a conversation – so if a candidate wants to prove themselves to you, or a recruiter you trust advises you to meet with someone, take the risk and have a conversation. You might end up with the perfect candidate you didn't expect.
Near Miss #3: The Candidate Thought a Company Couldn't Offer What They Needed
Justin Wilkins recently worked on a C-Level search for a data center developer. "The candidate I approached was with a Fortune 50 company and was initially hesitant to make a move," Justin said. "They believed it would be a lateral move (at best) and doubted my client could compete on compensation." So, their first response was to decline the opportunity. But Justin remained in constant contact with the candidate to truly understand their career motivations and interests.
Over time, the candidate's initial "hard no" started to soften because they really liked the client company's mission of decarbonization, driving value from the grid resiliency of data center development, and the opportunity to be with a highly entrepreneurial company. Finally, the candidate agreed to have a conversation with the client and was highly impressed. "As for compensation," Justin said, "my client came to the table with a highly competitive offer that surpassed the candidate's current compensation structure at a Fortune 50 company, plus laid out a substantial equity package that has tremendous upside." The candidate accepted the job and is thriving in the role.
Two Key Takeaways: First, candidates should always keep an open mind about opportunities – even if a career move doesn't look exactly how you thought it would, you might be surprised by what a company is willing to offer someone as exceptional as you. Second: Justin's client knew exactly what it takes to land a top-tier candidate: you have to show up with your best, most competitive offer right off the bat, truly selling the opportunity. Money follows value and both the candidate and the client shared an understanding that together they could do great things. "Had the client been overly conservative in their offer, or stuck to initial compensation ranges specified for the position, they would have lost out on this top talent and likely cost the business more over time," Justin said.
Near misses don't have to mean lost opportunities. With patience, persistence, and perspective, they can be the very moments that lead to a path of lasting success.
